Discipline and Self Incrimination Clause Samples

Discipline and Self Incrimination. 9.1: A written reprimand, suspension or discharge of an officer shall be deemed a disciplinary action for purposes of this procedure. 9.2: Within twenty-four (24) hours from the time of notification of any alleged misconduct wherein a written statement is required, an officer may discuss the matter with his or her command officer or the Director. The officer shall have forty-eight (48) hours after such meeting to make the written statement. 9.3: An officer shall have the right to request a union representative to accompany him or her at all levels of disciplinary procedure except in circumstances requiring immediate disciplinary action. 9.4: An officer subject to a disciplinary action or suspension without pay may be required to remain on the job and instead, forfeit annual leave and/or holiday leave days at the discretion of the Director. 9.5: An officer shall have the right to review his personnel file at any reasonable time, and shall be furnished a copy of any new entry into his or her personnel file of a disciplinary nature. 9.6: Management may conduct investigations of alleged misconduct by an employee and require a member of the bargaining unit to submit written reports, either by general or specific order. If any report shows or tends to show that the employee submitting the report has committed a crime, the use of such report will be subject to the following: A. The report may not be used at any state (Grand Jury or Trial) in any criminal proceedings against the employee. B. The report may be used by management in taking action and in defending such action with respect to discharge of the employee. C. Failure of the employee to complete the report may result in disciplinary action. 9.7: In the interest of fair and expeditious corrective action, an employee who has allegedly committed a violation of a minor nature regarding his or her performance may be interviewed by the Director of Public Safety prior to orally correcting and counseling said employee. Corrective counseling shall not be considered disciplinary action. 9.8: A formal charge of misconduct shall be in written form stating the alleged violation against an employee. When an employee is charged with misconduct which may result in suspension, reduction or dismissal, with any reasonable time, prior to any hearing, he or she shall be given a copy of written and signed charges stating the charges and specifications and advising him or her of his or her right to be represented at any appearan...
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Discipline and Self Incrimination 
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Related to Discipline and Self Incrimination

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • Recruitment and Selection Swedish Medical Center will recruit and hire the most qualified applicants to meet the staffing needs of the Center and thereafter transfer, promote, and retain such persons as employees. All such actions and decisions shall comply with the Center’s desire to promote from within whenever qualified candidates are identified, interested, and available.